Employee Selection Methods to Hire the Best

 

Selecting the best individual who can meet the profile specifications of the vacant job and the person who fits the most among the pool of qualified candidates is called as selection process of an organization (Anwar & Shukur, 2015). The ultimate goal of selection is to investigate and predict whether the applied candidates have the capabilities to perform the role of the vacant position of the company (Armstrong & Taylor, 2014). The selection method should be related to the vacant job and references, background checking and interviews can be identified as the most common selection methods which use by Human Resource Management (HRM) of the firm (Raeissi, 2012).

For an instance, during the selection process of John Keells, they always try to make sure that they have invested in the best suited individual for a specific job role. In the process of executive cadre selections, the first phase is IQ and personality tests. In the latter part of the selection phase, there would be a profession related presentation or face to face interview which help to identify the best out of pool of candidates (Perera, 2016).When consider about Taiwan, the most used selection methods in their firms are one to one/ panel interviews, application forms and knowledge or skills testing rather than assessment centers and psychological tests which are familiar with European countries (Muscalu., 2015).

There are two factors which affect to the employee selection of the company such as internal factors and external factors. In terms of internal factors can be recognized as selection source, size of the organization, and the type of the business. External factors can be identified as labour market and legislations (Anwar & Shukur, 2015). Among various selection methods, the HRM has to select one or combination of them to predict the performance of the prospective candidates (Armstrong & Taylor, 2014). There are several selection techniques like application forms, Psychometric tests, Assessment centers, Aptitude tests, Medical examinations, Skill or knowledge tests, Panel interview, References and One-to-one interview which use to select entry level workforce, professional level staff and managerial level employees also (Muscalu., 2015).

Source : (Aleskerov & Subochev, 2013).

Interviews

Interviewing is the most widely used selection method and it is very useful to identify the candidate since there is a close contact between the interviewer and interviewee. Mainly two kind of interview methods can be identified like structured and unstructured interviews. Structured interviews means all the interviewees have been asked the same questions within the same framework while unstructured interviews means the questions asked by the interviewer from every interviewee are different from one interviewee to another and it is a general discussion between the two parties to have a clear image of the candidate (Armstrong & Taylor, 2014).

However, structuring interviews are better than the unstructured interviews since the employer can predict the performance level and the appropriateness of the candidate for the vacant role and also for the organization by going through a structured interview. Moreover, in structured interviews, the questions are planned carefully and organized well prior to the interview, those questions are targeted the behavior, skills and knowledge of the candidates which are required to perform after selecting. All the candidates have to face to the same chain of questions and all the answers provided by them are scored by the aid of a proper rating system. Moreover, in order to grab the best candidate, interviewers must be trained in how to administer the structured interview properly, for additional information and apply the rating criteria accurately and systematically in evaluating job candidates.  (Maxwell, 2021).

Screening interview is another type of interview which is mostly done through a telephone call to check the required qualifications and skills are with the applicant who sent his/her resume for the open position in a particular organization. This screening interviews are very useful to both parties to save their time, cost and further procedures (Aleskerov & Subochev, 2013).

 

Selection Tests

The effectiveness of any selection process depends in part on the quantity and quality of the applicant pool. Therefore, to increase the size and quality of the candidate pool, managers should treat recruitment as a marketing problem. There are various selection tests such as personality tests, aptitude tests, ability tests, psychometric tests and intelligent tests in the selection process to select the best individual to the firm (Armstrong & Taylor, 2014).

However, selection test should not be the only criteria or method to select the right one to the company. There are some carriers which need high level of complex thinking. Hence, standardized selection tests can be proposed as a best assessing tool when there is an open job for that kind of vacancy (Maxwell, 2021).

Selection test is a good technique to identify the individual’s skills and abilities which are unable to recognize at an interview. If the employer is able to create a selection test which is standardized, reliable and valid, he can measure each and every applicant’s successfulness in the vacant job role (Aleskerov & Subochev, 2013).

 

Assessment Centers

The method discussing here can be used for internal or external selection of employee to the company. This is a selection method which has a combination of several assessment techniques which would be conducted during a specific time period for a pool of candidates at once (Armstrong & Taylor, 2014).

In the assessment centers, candidates require to face to an orientation session about the role of the position, in-basket of exercises, case analysis, role play and leaderless group discussion (Pulakos, n.d.). These tasks should be related to the role of the vacant job and it should reflect the reality of the vacant position. Over this assessment method, all the applicants receive the same tasks at the same time without any favour to complete them and this method is very fair one since all the applicants get the same opportunity. (Maxwell, 2021).

This method provides details about employees' managerial abilities. A group of trained executive assessors observe the candidates involve in this session in multiple simulations. This selection technique especially helps to employee placements according to their abilities and behaviours (Tripathi, 2016).

 

Using References

References are valuable since they reveal facts about applicants from a different point of view. Recruiter searches for the details of the past experience of the candidate, overall performance, job title, reason for resigning and job responsibilities handled (Maxwell, 2021). Most of the employers search for background checks of selected candidates to protect their businesses. The most significant thing a background checking does for the company is disclose whether the candidate has been truthful throughout the hiring process. Employer can check for criminal records, citizenship status, driving violations and drug use as well. All this information show that how a candidate may perform on the job. Without concerning the difficulty to obtain the accurate information about the prospective candidate, the employer should check the referrals (Aleskerov & Subochev, 2013).

 

References

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Anwar, G. & Shukur, I., 2015. The Impact of Recruitment and Selection on Job Satisfaction: Evidence from Private School in Erbil. International Journal of Social Sciences & Educational Studies, 1(3). [online] [Accessed 19 11 2023].

Armstrong, M. & Taylor, S., 2014. Armstrong's Handbook of Human Resource Management Practice. 13 ed. s.l.:Kogan Page Limited. [online] [Accessed 22 11 2023].

Maxwell, G., 2021. Selection Methods. [Online]

Available at: https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/selection-factsheet [online] Accessed 20 11 2023].

Muscalu, E., 2015. Sources of Human Resources Recruitment Organization. Revista Academiei Fortelor Terestre. [online] [Accessed 22 11 2023].

Perera, M. A., 2016. SlideShare. [Online]

Available at: https://www.slideshare.net/MarianAmandaPerera/assignmentmhc

[Accessed 19 11 2023].

Pulakos, E. D., n.d. Selection Assessment Methods. USA: SHRM Foundation's Effective Practise Guildlines. [online] [Accessed 23 11 2023].

Raeissi, P., 2012. The relationship between job characteristics of emergency medical technicians and scene time in traumatic injuries. International Journal of Medicine and Medical Sciences, 4(9). [online] [Accessed 22 11 2023].

Shafique, O., 2012. Recruitment in the 21st century. Interdisciplinary Journal of contemporary research in business, June.4(2). [online] [Accessed 22 11 2023].

Tripathi, R. T., 2016. Assessemt Centers: Benifits and Shortcomings. International Journal of Emerging Research in Management &Technology , 5(2). [online] [Accessed 23 11 2023].